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e providers. As the lack of specification in laws and regulations for personnel payroll outsourcing services, the understanding for the quality and level of outsourcing services there are differences. Overall, corporate clients in business process outsourcing services, there are some concerns, such as data security, ability to control corporate outsourcing, outsourcing service provider's qualifications problem.

For multinational companies, personnel payroll management is a very complex issue. Multinational companies are usually diverse composition of organizations, and there shows a considerable difference in personnel management, compensation and benefits policies. Since the large-scale manufacturing enterprises, the number of employees is large, especially front-line workers, they are more frequent personnel access, recruitment and separation, and bring a heavy workload to personnel payroll management (Klaas, McClendon and Gainey, 1999). For the management of senior staff, it needs to be incorporated into the global integrated HR system, and follows the global harmonization of employee job classification and corresponding pay and benefits management system. The dual requirements of the localization of such personnel payroll management and globalization system constraints pose a challenge to the personnel payroll management for multinational companies in China.

For large-scale manufacturing enterprises, personnel payroll management has a lot of basic works to be completed. Organizational management, position management, employee information management, time attendance management, leave management, performance appraisal and bonuses, payroll, social security benefits administration, labor costing, etc., take up a lot of time in corporate human resources department, thus it requires a systematic tool to improve work efficiency, to allow the HR professionals to spend more time and effort put into the more valuable HR work, and to think how HR to help companies better achieve its strategic objectives and business development indicators.

The system integration is a special requirement for Seagate projects in the Chinese personnel and payroll applications. Personnel payroll transaction involves in the three different systems in the United States, Singapore, and China, in the process of outsourcing services, Seagate also needs the cooperation of the services suppliers in Beijing and Shanghai. The security issues in data transfer and use also need to serious consideration. It must ensure the security and confidentiality of personnel payroll data between different users in different locations and in any case to prevent possible illegal ultra vires acts (Seagate, 2012).

In order to control project risk, and to improve the cost-effective personnel payroll outsourcing system, Seagate headquarters specially set up a work steering group in Asia-Pacific region personnel payroll outsourcing, which is leaded by the business experts and IT experts in the headquarters, including the participation of the Chinese Ministry of Finance and the senior consultation, under the unified command by headquarters, it focuses on discussing the personnel payroll outsourcing services program. As China lacks precedent for personnel payroll outsourcing services, Seagate is more careful in the selection of service providers, also hired a well-known management consulting firm to conduct the risk assessment of the pro